Who’s your work role model? For many lesbian, gay, bisexual and trans (LGBT) workers this is a problematic question. It’s well-documented that people perform better at work when they can be themselves, but if you’re starting your career, you can’t underestimate the importance of open, visible high performing role models. For many starting their career, there’s been little enforcement that being LGBT is a positive thing. More than half of young lesbian, gay and bisexual people experience homophobic bullying in schools. Three in five of those say that teachers who witness the bullying never intervene. This doesn’t inspire LGBT people beginning their careers to think that being out is a positive choice for them.
Yet visible role models can really inspire LGBT people to believe being LGBT won’t be a barrier to their progress and that they can be open about themselves at work if they want to be. Employers agree that creating an inclusive work environment is good business sense.
Organisational culture and tone is set by staff in the most senior positions. But not every workplace yet has a senior champion who is open about being LGBT – even if there are senior staff who could step into that role. For those organisations there may be questions about what barriers their senior LGBT staff see to them being open at work.
However, champions at the highest levels who can advocate positively for LGBT issues can also inspire staff by being proud, visible examples – irrespective of their sexual orientation or gender identity. They can use their position across a variety of platforms to promote sexual orientation equality. For example, Mark Gorry, EDF Energy’s Chief Nuclear Officer and Stonewall’s Ally of the Year 2015 reaches right across the organisation to promote equality, diversity and inclusion. He’s featured in EDF Energy’s LGBT Supporters Network newsletter with an ‘Ask Mark’ column, where he’s spoken about why allies are important and answers questions that people might have on lesbian, gay, bisexual and trans matters at work. Mark also hosted an employee focus group that explored the barriers to authenticity with lesbian, gay, bisexual, trans and ally staff. From this – and the analysis of data gathered from the annual employee engagement survey – Mark now champions the development of a reverse mentoring scheme for lesbian, gay, bisexual, trans and ally staff and a cross-Diversity and Inclusion network mentoring scheme.
Initiatives don’t always have an internal focus. Alison Lowe, Chief Executive of Touchstone – Stonewall’s Senior Champion of the Year 2015 – has opened Pride in Leeds for the last five years, actively campaigned for equality in Leeds City Council where she serves as a Councillor and is the Chair of the Yorkshire and Humber Regional Employers’ Committee. Her article in Volition, a mental health magazine, highlighted the importance of understanding the challenges faced by LGBT people who have experienced mental health problems. Alison mentors several other organisations in her region to support their work around sexual orientation equality. And as a mother of two gay children, she’s always been willing to share her experience with other parents of lesbian, gay, bisexual or trans young people.
These initiatives are good for all staff as they send powerful messages that the organisation is engaged with both their staff and surrounding communities. For these businesses the reward is unparalleled performance, the retention of talented staff and the ability to engage with a wider pool of potential new recruits. It’s not just the right thing to do, it’s good business sense.
You can find out more about Stonewall’s Diversity Champions programme and good practice in the workplace at www.stonewall.org.uk/at_work
